board of county commissioners douglas county, … · 2019-02-19 · board of county commissioners ....

BOARD OF COUNTY COMMISSIONERS DOUGLAS COUNTY, NEBRASKA

RESOLVED

WHEREAS, Douglas County has a labor contract with the International Union of Operating Engineers, Local #571, for non-supervisory classifications within the elected offices of Clerk of the District Court, Sheriff, and Treasurer, and the departments of Public Properties (division of Records Imaging), Purchasing and Veterans Services; and,

WHEREAS, that contract expired on December 31, 2017, and the parties have

successfully negotiated a new four-year contract, effective January 1, 2018, through December 31, 2021.

NOW THEREFORE, BE IT RESOLVED BY THIS BOARD OF COUNTY COMMISSIONERS, DOUGLAS COUNTY, NEBRASKA, THAT the attached labor contract with the International Union of Operating Engineers, Local #571, is hereby approved and adopted, and the Chair of this Board is authorized to execute said contract on behalf of Douglas County.

DATED this 29th day of January, 2019 Motion by Duda, second by Kraft to approve. I move the adoption of the resolution. Adopted: January 29, 2019 Yeas: Borgeson, Cavanaugh, Duda, Kraft, Morgan, Rodgers Absent: Boyle (CERTIFIED COPY)

Daniel A. Esch Douglas County Clerk

Resolution No: 46 ADOPTED: January 29, 2019

Resolution N

o: 46 AD

OPTED

: January 29, 2019

COLLECTIVE BARGAINING AGREEMENT

BETWEEN

DOUGLAS COUNTY, NEBRASKADOUGLAS COUNTY SHERIFF

DOUGLAS COUNTY TREASURERDOUGLAS COUNTY CLERK OF THE DISTRICT COURT

&

LOCAL 571INTERNATIONAL UNION OF OPERATING ENGINEERS

January 1, 2018 — December 31, 2021

TABLE OF CONTENTS

Article 1 Recognition

Article 2 Non-Discrimination Page 3

Article 3 Holidays Page 4

Article 4 Probationary & Trial Periods Page 5

Article 5 Check-Off Page 5

Article 6 No Strikes and Lockouts Page 6

Article 7 Seniority Page 6

Article 8 Layoff and Recall Page 8

Article 9 Vacation Leave Page 9

Article 10 Discipline Page 10

Article 11 Grievance Procedure Page 11

Article 12 Insurance and Pension Benefits Page 13

Article 13 Sick Leave Page 14

Article 14 Funeral Leave Page 15

Article 15 Management Rights Page 15

Article 16 Management Right of Contracting and Sub-Contracting Page 15

Article 17 Overtime Page 16

Article 18 Hours of Work, Minimum Time Pay Allowance and Shift Differential Page 17

Article 19 Work Assignments and Detailing Page 18

Article 20 Miscellaneous Provisions and Bilingual Pay Page 19

Article 21 Labor-Management Committee Page 20

Article 22 Educational Seminars and Conferences Page 21

Article 23 Tuition Reimbursement Page 21

Article 24 Construction of Agreement and Savings Clause Page 21

Article 25 Sherifrs Office Unifoniis Page 22

Article 26 Duration of Agreement Page 25

AppendixA Wages Page 26

Appendix B Tuition Reimbursement Request Form Page 37

ARTICLE 1- RECOGNITION

Section 1. This Agreement is made and entered into by and between Douglas County, Nebraska,hereinafter referred to as “the County”, The Douglas County Sheriff, hereinafter referred to as “theSheriff or DCSO”, the Douglas County Treasurer, hereinafter referred to as “the Treasurer”, the DouglasCounty Clerk of the District Court, hereinafter referred to as “The Clerk of the District Court” and Local571 of the International Union of Operating Engineers, hereinafter referred to as “the Union”. Theemployees covered under this contract will collectively be referred to as members of the “571-General, Non-Supervisory” bargainirg unit. The County, the Sheriff, the Treasurer and the Clerk of the District Courtrecognize the Union as the sole and exclusive bargaining agent for all regular full-time and permanentpart-time County employees working in excess of 20 hours per week in the County offices/departmentsand positions listed on Appendix A of this Agreement.

Section 2. Neither the County nor elected officials/department heads will aid, promote or finance anyUnion or organization, which seeks to represent or engage in collective bargaining on behalf of thebargaining unit described in Section 1 above. With respect to such bargaining unit, neither the Countynor elected officials/department heads shall make any agreements with bargaining unit employeescontrary to the terms of this Agreement, nor shall the County, or the elected officials/department heads,make any agreements with individuals, groups, organizations or Unions which seek to representemployees or engage in collective bargaining, other than the recognized Union.

Section 3. Temporary employees (to include the tenn seasonal employees) are herein defined as thoseemployees hired for a period of time not to exceed six (6) months. The vacant position shall not employ atemporary worker for longer than six (6) months. Seniority does not start until employees reach full-timestatus. In the event of an emergency, as determined by the elected official/department head, the County,the applicable elected official/department head and the Union Business Agent will meet to discuss anextension of the above.

Section 4. This agreement covers the separately recognized Local 571 non-supervisory bargaining unitsin the following elected offices and departments: Treasurer, Clerk of the District Court, Sheriff, Veteran’sServices, Public Properties (division of Records Imaging) and Purchasing.

If any bargaining unit covered by this contract is decertified by the Nebraska Commission of IndustrialRelations (C.I.R.), that decertification will not affect any other bargaining unit covered by this contract.

ARTICLE 2- NON-DISCRIMINATION

Section 1. The County, the elected officials/department heads and the Union agree not to discriminateagainst any individual with respect to compensation, tenns or conditions of employment because of suchindividual’s race, color, religion, sex, handicap, age or natural origin. Nor will they limit, segregate orclassify employees in any way to deprive any individual employment opportunity because of race, color,religion, sex, handicap, age or natural origin, pursuant to federal rules and regulations.

Section 2. The County, the elected officials/department heads and the Union agree not to directly orindirectly intimidate, coerce or in any maimer interfere with the rights of employees to form, join or assistlabor organizations, or to refrain from any such activities.

Section 3. The Union recognizes its responsibility as bargaining representative and agrees to represent allemployees in the bargaining unit without discrimination, interference, restraint or coercion.

Section 4. All references to employees in this Agreement designate both sexes and whenever the malegender is used, it shall mean both sexes.

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ARTICLE 3- HOLIDAYS

Section 1. The following days shall be recognized as paid holidays and observed on the dates establishedby the County:

New Years Day Labor DayMartin Luther Kings Birthday Columbus DayPresidents Day Veteran’s DayMemorial Day Thanksgiving DayIndependence Day Day after ThanksgivingChristmas Day

*Floating Holiday (1) With the approval of the elected official/department heador his/her designee

For employees whose nonrial work schedule is Monday-Friday, if the holiday falls on a Saturday it shallbe observed on the previous Friday and if the holiday falls on a Sunday it shall be observed on thefollowing Monday.

For employees who work in job classifications that are part of operations requiring 24-hour per day, sevendays/week coverage, holidays will be observed on the days on which they fall.

Section 2. Eligible full-time employees shall receive as holiday pay eight (8) hours of pay at their basehourly rate or ten (10) hours of pay at their base hourly rate, depending on whether the employee is on aneight (8) hour or ten (10) hour work schedule.

Section 2A. For DCSO employees only, an employee shall be able to determine the type ofcompensation allowed for work performed on the observed holiday (compensatory time or wagecompensation).

Section 3. When a holiday falls on a full-time employee’s day off, and no other day is celebrated for thatholiday, such employee shall receive an additional amount of pay equal to his/her normal daily rate ofpay.

Section 4. If an observed holiday falls during a full-time employee’s vacation period, such observedholiday shall not be charged against the employee’s vacation leave.

Section 5. Holidays will be considered as time worked for purposes of computing overtime pay.

Section 6. Non-exempt employees who are on-call during a Holiday shall be paid two (2) hours of on-call pay at one and one-half (1 ‘/2) times their regular rate of pay.

Section 7. Non-exempt employees who are called in during a Holiday shall be paid a minimum of four(4) hours of pay at double their hourly rate of pay or actual hours worked if more than four (4) hours.

Section 8. Full-time non-exempt employees required to work on the day in which any holiday listed inSection 1 is observed shall, in addition to holiday pay provided in Section 2, hereoi receive compensationat the rate of one and one-half (1 Y2 ) times the actual number of hours worked. An employee who wasrequired to work on a holiday will not be required to take another day off because of the work performedon the holiday.

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ARTICLE 4- PROBATIONARY & TRIAL PERIODS

Section 1. All newly hired employees shall serve a probationary period of six (6) months (one-hundredeighty (180) calendar days). Probationary periods may be extended for up to an additional thirty (30)calendar days upon mutual written agreement of the employee, union and the elected official/departmenthead.

Section 2. Probationary employees shall not be entitled to use the grievance procedure for anydisciplinary action including discharge. A probationary employee who has received notice of adisciplinary action may, however, request his/her Union Representative to present to the electedofficial/department head infonnation on the matter(s) involved in the disciplinary action.

Section 3. Promoted employees in the Sheriffs office shall serve a one-hundred eighty (180) calendarday trial period (three-hundred sixty-five (365) calendar days for CSI I) from the date of promotion.

Promoted employees in the other offices/departments shall serve a ninety (90) calendar day trial periodfrom the date of promotion. For those other offices/departments, the elected official/department headmay extend that trial period by thirty (30) days at his/her discretion.

The purpose of the trial period is to determine the employee’s ability and desire to perform the work.

For employees who are promoted within their office/department, if the Elected OfficiaL/Department Head is notsatisfied with the employee’s performance during the trial period, or if the employee desires to return to his/herfonner position, such employee shall be reinstated to his/her former position or one similar thereto without lossof seniority and at a salary not lower than that received by him/her in such former position at the time ofpromotion.

For employees who accept a promotion in another office/department covered by this contract, the electedofficial/department head of the office/department that the employee transfelTed out of has no obligation toaccept the employee back in his/her office/department if the employee desires to return to his/her formerposition or if the promotional trial period is unsuccessful.

Section 4. When the employee is reinstated to his/her former position at the elected official/departmenthead’s insistence during the trial period, he/she shall be advised in writing by the electedofficial/department head as to the reasons therefore. Such action is not subject to appeal or the grievanceprocedure.

Section 5. Employees shall not be eligible for promotion during his/her probationary period or trialperiod as provided in this Article. An exception may be made by the Sheriff or his/her designee only inthe case of a part-time employee who applies for a full-time position within the same job classification.

ARTICLE 5- CHECK-OFF

Section 1. The County shall, in accordance with the provisions of this Article, deduct certified regularmonthly Union dues from the pay of each employee, at the rate of one and one-fourth (1 ‘/4) hours of payper pay check x24 checks, provided that at the time of such deduction the County has in its possession awritten authorization, executed by the employee.

Section 2. Such written authorization may be canceled or revoked by the employee by writtennotification thereof to the County.

Section 3. The effective date of written authorization or written cancellation or revocation shall be thefirst day of the check-off payroll period immediately following receipt by the County.

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Section 4. The County shall, within ten (10) days from the pay date of such payroll deductions, remit tothe Treasurer of the Union the amounts thereof showing the names of the employees.

Section 5. The Union agrees to indemnify and hold the County and elected officials/department headsharmless against any and all claims, suits, orders or judgments brought or issued against the Countyand/or the elected officials/department heads as a result of any action taken or not taken by the County orthe Sheriff under the provisions of this Article.

Section 6. The County shall check-off certified monthly dues for the payroll period involved. If the payof the employee is insufficient to permit such check-off, such dues shall not be deducted from subsequentpay periods. In such event, it shall be the Union’s responsibility to collect these dues from the employee.If the County deducts dues pursuant to the provisions of this Agreement and the employee has made aduplicate payment to the Union directly, it shall be the responsibility of the employee to collect suchduplicate payment from the Union.

Section 7. The Union shall provide the County thirty (30) days written notice of any certified change inthe amount of monthly Union dues.

ARTICLE 6- NO STRIKES AND LOCKOUTS

Section 1. It is understood that there will be no strike or any other concerted work stoppage during thelife of this Agreement. Neither the Union, nor any of its officers, agents or County employees willinstigate, promote, encourage, sponsor, engage in or condone any strike, picketing, slowdown, concertedwork stoppage or any other intentional interruption of work during the term of this Agreement.

Section 2. In the event of an alleged unauthorized strike or concerted work stoppage, upon writtennotification to the Union of the existence of a strike or concerted work stoppage, the Union shallimmediately make every effort to persuade employees to commence full performance of their duties andshall immediately infonn employees that the strike or concerted work stoppage is unauthorized and inviolation of this Contract. The Union shall also advise employees of the appropriate provisions ofNebraska Law pertaining to strikes and concerted work stoppages by public employees.

Section 3. Any or all of the employees who violate any of the provisions of this section may bedischarged or disciplined by the elected official/department head or his/her designee, including loss ofcompensation, vacation benefits and holiday pay.

Section 4. The County, and the elected officials/department heads agree not to lockout any employeesduring the life of this Agreement.

ARTICLE 7- SENIORITY

Section 1. “County Seniority” is herein defined as an employees continuous service with the County,without a break or interruption in service, except as provided in Section 3.

Section 2. “Division Classification Seniority” pertains to the Sheriff’s Office, and is herein defined as anemployees continuous service in a classification within a division of the Sheriff’s Office, without a breakor interruption except as provided in Section 3 of this Article. “Classification” is defined as theemployee’s job title. Where applicable, bidding for shifts, days off and vacation times shall be awardedon the basis of Division Classification Seniority.

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Section 2A. “Department Seniority” pertains to the other offices/departments covered by this contract,and is herein defined as an employees continuous service within his/her particular office/department,without a break or interruption except as provided in Section 3 of this Article.

Where applicable, bidding for shifts, days off and vacation times shall be awarded on the basis ofDepartment Seniority.

Section 3. The following shall not constitute a break or interruption of service and seniority shallcontinue to accumulate during the period(s) of time covered.

1. Unpaid leaves of absence of thirty (30) calendar days or less.2. County layoffs of eighteen (18) months or less.3. Absence due to an unpaid disability leave of absence or injury or illness covered by the

Nebraska Worker’s Compensation Law not to exceed one (1) year.4. Military leave in accordance with applicable Federal and State Law.5. Leave pursuant to the Family Medical Leave Act (FMLA).

Section 4. New employees shall be added to the seniority list as of the date of their full-time employmentwith the County, following satisfactory completion of their probationary period.

Douglas County employees transferring from one department to another will have their seniorityestablished by the following:

For purposes of shift bidding and/or days off, an employee transferring to another department shall go tothe bottom of the department seniority list.

Employees transferring to another office/department and moving up a pay grade will receive as theirstarting pay no less than twenty-five cents ($.25) more an hour than they had been receiving at theirprevious pay grade.

An employee transferring to another department but within the same pay grade will continue to be paid atthe same rate received prior to the transfer.

Section 5. Seniority lists covering bargaining unit employees shall be posted in a conspicuous place inthe offices/departments where bargaining unit employees are assigned. Seniority lists shall be brought upto date aimually. If an employee notes an error in the seniority list, such error must be called to theattention of the Human Resources Department within thirty (30) calendar days of posting. In the eventthere is no objection by an employee within the thirty (30) day period, his/her seniority as posted shallstand. Nothing herein shall preclude the correction of clerical errors.

Section 6. In all cases of transfers and promotions within the bargaining unit, the electedofficial/department head will consider ability and qualifications to do the work. Where ability andqualifications to perfonn the work are equal in the judgment of the elected official/department head(subject to the grievance procedure), length of continued service in the bargaining unit shall be thedetermining factor. If an employee’s seniority is bypassed when making a promotion, the employee shallbe furnished a written reason for said denial. This section shall not constitute a remedy precluding use ofArticle I], Grievance Procedure.

Section 7. If a full-time employee goes part-time, and then returns to their previous full-time status, theemployee will not lose their department seniority (division classification seniority for Sheriff’semployees) as long as they return to full-time status within twelve (12) months from the date they wentpart-time.

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ARTICLE 8- LAYOFF AND RECALL

Section 1. Whenever there is a reduction in work force, layoffs shall be made on the basis of Countyseniority within classification, when the abilities of employees affected thereby to perform the work arenot significantly different; otherwise, the most able employee or employees shall be retained.

For purposes of this contract, “classification” is defined as the employee’s job title. This means that,within the particular classification that layoffs will occur, the employee with the least amount of Countyseniority will be the first person subjected to layoff.

Section 2. Employees subject to layoff shall be given written notice by certified mail at least ten (10) ofthe employee’s working days prior to the effective date of same. Such notice shall be mailed to their lastknown address as shown on the employees’ records; a copy of said notice shall be mailed to the Union.The time limit provided in this section may be extended if the affected employee did not have reasonableopportunity to receive the written notice.

Section 3. Employees subject to layoff shall have the option within the time period provided in Section 2to exercise their layoff rights provided in this Article or to accept layoff. Failure to respond within thetime limit provided in Section 2 shall constitute acceptance of the layoff.

Section 4. No full-time or permanent part-time employee shall be laid off from his/her office/departmentwhile there are probationary, seasonal or temporary employees in his/her classification in theoffice,’department in which he/she works. This means that, within the particular classification that layoffsoccur, the employee with the least amount of County seniority will be the first person subjected to layoff.

Section 5. In the event a full-time employee is laid off from his/her classification, by virtue of theprovisions of Section 1, such employee shall take any open and vacant full-time position, within his/heroffice/department and within the same pay grade, provided that he/she is qualified to perform such duties.

If no such open and vacant full-time position exists, the employee may displace (“bump”) the least seniorfull-time employee within the same bargaining unit and the same pay grade for any position for which theemployee is qualified.

If the employee does not have the seniority or the qualifications to bump within his/her pay grade, suchemployee shall take any open and vacant full-time position in a lower pay grade in his/her department,provided that he/she is qualified to perform such duties.

If no such open and vacant position exists, such employee may displace (“bump”) the least senior full-time employee within a lower pay grade in the same bargaining unit, if the employee is qualified toperform the duties of any such position.

If a part-time employee is laid off from his/her classification by virtue of the provisions of Section 1, suchemployee shall take any open and vacant part-time position within their office/department and the samepay grade, provided that he/she is qualified to perform the duties of the open and vacant part-timeposition. If no such open and vacant part-time position exists, the employee may displace (“bump”) theleast senior part-time employee within same bargaining unit and the same pay grade for any position forwhich the employee is qualified.

If the part-time employee does not have the seniority or the qualifications to bump within his/her paygrade, such employee shall take any open and vacant part-time position within a lower pay grade inhis’her office/department, provided that he/she is qualified to perform such duties. If no such open andvacant position exists, such employee may displace (“bump”) the least senior part-time employee within alower pay grade in the same bargaining unit, if the employee is qualified to perform the duties of any suchposition.

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A part-time employee may not bump a full-time employee; however, a full-time employee may bump apart-time employee. For any employee who bumps into a position that is in a lower pay grade, theemployee shall be placed on the salary step that is closest to the employee’s prior salary, but that is notmore than the employee’s prior salary. Seniority, pursuant to Section 1, above, shall apply at each step ofany layoff and all bumping rights. Employees cannot bump outside their bargaining unit.

Section 6. Whereby, due to a reduction in work force, either a full-time or permanent part-time employeetakes a position in a lower classification as provided in Section 5 of this Article, such employee shall becredited with department seniority eamed prior to transfer. Where, however, a full-time employee takes apart-time position in the same classification, he/she shall not be laid off until all other pennanent part-time employees in such classification have been laid off.

Section 7. A laid off employee shall retain, for a period of eighteen (18) months, all County andDepartment Seniority (or Division Classification Seniority in the case of the Sheriff’s Office) that he/sheaccumulated prior to layoff.

Section 8. The names of full-time and permanent part-time employees who have been laid off shall beplaced on a layoff list maintained by the Human Resources Department, and such employees shall beeligible for reemployment for a period of eighteen (18) months. The elected official/department headshall rehire in the reverse order of layoff, provided such employees are otherwise qualified to perform theduties of the position. A laid off employee subject to recall who is employed elsewhere shall not berequired by the elected official/department head to report to work until after two (2) weeks from the dateof recall notice. If such employee is not employed elsewhere, he/she shall be required to report to work atsuch reasonable time as required by the elected official/department head giving consideration to allattendant circumstances. The elected official/department head shall provide employees subject to recallwith written notice by certified mail to their last known address as shown on the County’s records.

Section 9. No new bargaining unit employees shall be hired until all bargaining unit employees on layoffstatus who desire to return to work have been recalled.

ARTICLE 9- VACATION LEAVE

Section 1. Vacation leave shall be earned each payroll period where the employee has worked or been onpaid leave at a rate equivalent to the schedule shown below. The employees shall work or be on paidleave 50% or more of the regularly scheduled hours of such period before the employee is entitled to earnvacation credits. Permanent part-time employees shall earn vacation on a pro rata basis in the sameproportion that his/her regularly scheduled hours in a payroll period bear to the regularly scheduled hoursof full-time employees.

YEARS OF CONTINUOUS SERVICE VACATION LEAVE

1 through 4 years 96 hours per year5 through 9 years 120 hours per year10 through 14 years 160 hours per year15 or more years 200 hours per year

Section 2. An employee who has completed six (6) months of service with the County may use vacationleave. The elected official/department head, however, may grant vacation leave requests prior tocompletion of the six-month period.

Section 3. Vacation leave must be approved by a supervisor prior to time off. While the electedofficial/department head or his/her designee shall endeavor to schedule work production to allow

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employees to take vacation at the time requested, the needs of the Office/Department shall takeprecedence in scheduling of vacations. For DCSO employees, vacation leave procedures will be followedas stated in the current DCSO Vacation Leave Procedures General Order.

Section 4. The rate of vacation pay shall be the employee’s normal rate of pay in effect on the employeesday of work immediately preceding the employees vacation period.

Section 5. Employees who have completed their probationary period and are separated from the serviceof the County for any reason shall be entitled to payment for their accumulated but unused vacation leaveat the time of their separation.

Section 6. Vacation leave in excess of 240 hours shall not be carried forward from one calendar year tothe next calendar year.

Section 7. Where an employees vacation leave, scheduled pursuant to the provisions of Article 9,Section 3, is canceled by the elected official/department head, such employee shall be paid one and one-half (1 Y2) times his/her regular rate of pay for the number of hours worked during the canceled vacationperiod and such time will not be charged against his/her accumulated vacation leave. The provisions ofthis section shall only apply to vacation that is scheduled pursuant to the normal bidding process and shallnot apply where an employee cancels vacation, which is to be rescheduled at a later date.

Section 8. For the Sheriffs Office only, for vacation requests made after the nonnal bidding process iscompleted, employees will be notified in writing as soon as is reasonable possible as to whether thevacation request has been approved or denied, but no later than fifteen (15) calendar days after the requestis submitted.

ARTICLE 10- DISCIPLINE

Section 1. Disciplinary actions shall include the following: Oral Reprimand, Written Reprimand,Demotion, Suspension and Discharge. All disciplines shall be effective for not more than the twelve (12)months following such action; thereafter, they shall not be used for any further discipline or in thedetermination of a promotion.

The elected official/department head or his/her designee may counsel an employee on matters that theelected official/department head or his/her designee believes do not warrant disciplinary action. Whenthe elected official/department head or his/her designee chooses to counsel the employee, such counselingshall be documented on the approved County counseling form. Counseling shall not be considered to bediscipline. The elected official/department head or his/her designee shall keep the original of thecounseling form and give the employee a copy. This form will not be placed in the employees’ personnelfile that is maintained in the County’s Human Resources Department.

Section 2. Disciplinary action may be imposed on an employee only for just cause. Any disciplinaryactions—for employees who have completed their probationary period shall be subject to the grievanceprocedure. Oral and Written reprimands can be grieved within the office/department, but cannot beappealed to the Civil Service Cormnission.

If the employee’s supervisor has reason to reprimand an employee, it shall be done in a reasonable andprofessional manner and not before other employees or the public.

Section 3A. For the Sheriffs Office:

For disciplinary action that requires a pre-disciplinary hearing, notice of the pre-disciplinary hearingmust be issued to the employee within thirty (30) working days from the time said incident becomes

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known to any supervisor in the employee’s direct chain of command. If the notice is sent to theemployee by certified mail, the date that the notice is mailed will be the effective date for purposes ofthis section.

For disciplinary action that does not require a pre-disciplinary hearing, the actual disciplinary actionitself must be issued to the employee within fifteen (15) working days from the time said incidentbecomes known to any supervisor in the employee’s direct chain of command. If the disciplinaryaction is sent to the employee by certified mail, the date that the notice is mailed will be the effectivedate for purposes of this section.

The time limit above may be extended upon mutual agreement of the Sheriff and the Union.

For the other offices/departments covered by this Agreement:

For disciplinary action that requires a pre-disciplinary hearing, notice of the pre-disciplinary hearingmust be issued to the employee within ten (10) working days from the time said incident becomesknown to any supervisor in the employee’s direct chain of command. If the notice is sent to theemployee by certified mail, the date that the notice is mailed will be the effective date for purposes ofthis section.

For disciplinary action that does not require a pre-disciplinary hearing, the actual disciplinary actionitself must be issued to the employee within ten (10) working days from the time said incidentbecomes known to any supervisor in the employee’s direct chain of command. If the disciplinaryaction is sent to the employee by certified mail, the date that the notice is mailed will be the effectivedate for purposes of this section.

The time limit above may be extended upon mutual agreement of the elected official/department headand the Union.

Section 4. An employee subject to suspension or discharge shall be given reasonable written noticethereof setting forth the reasons for said action. Upon the employee’s written request, the disciplinarydocument shall not be given to the Union’s business manager, but a copy of the employee’s writtenrequest shall.

Section 5. After the elected official/department head issues a demotion, suspension or termination, theemployee may meet with the elected official/department head to discuss any concems the employee hasregarding the discipline. That meeting shall be held as soon as is reasonably possible after the employeemakes the request. The Union may be present at that meeting. The employee and the Union are stillresponsible for meeting all applicable appeal deadlines established by state statute and Civil Service rules.

Section 6. The term “working days” as used in this article shall mean Monday through Friday, includingthe floating holiday, but excluding weekends and all of the other holidays listed in this contract.

ARTICLE 11- GRIEVANCE PROCEDURE

Section 1. “Grievance” as defined in this Agreement is a claim of an employee arising during the term ofthis Agreement, which is limited to matters conceming the application, meaning or interpretation of thisAgreement, excluding disciplinary actions involving suspensions, demotions and tenuinations. Forsuspensions, demotions and tenuinations, Section 1A of this article shall apply. The selection or theassignment of supervisory employees is the sole responsibility of the elected official/department head andshall not be the subject of a grievance. Supervisory employees shall include the employee’s immediate,non-bargaining unit supervisor. Any complaint relating to the County’s retirement annuity plan, pensionplan or group insurance plan, compulsory retirement of employees or other practices and policies of the

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County with respect to annuities or group insurance shall be determined by the County and shall not beconsidered a grievance nor subject to the grievance procedure.

Section 1A. Any employee or his/her Union Representative choosing to appeal a disciplinary actioninvolving demotion, suspension or termination shall do the following to perfect their appeal:

Step 1. Within ten (10) calendar days from receiving a notice of a demotion, suspensionor termination, the employee shall submit his/his appeal in writing to the Douglas CountyCivil Service Commission.

Step 2. Upon receipt of the appeal, the Civil Service Commission will hold a hearing andwill issue, within five working days of said hearing, a written decision pursuant to theCommission’s written procedures.

Section 2. For the purpose of this Article, the written Civil Service Commission regulations shall beconsidered a part of the Agreement, except where in conflict with the terms thereof.

Section 3. Any grievance submitted under the provisions of this Article may be presented and processedindividually by the employee, by the employee and the Union, or by a representative of employee’schoice. Where an employee processes a grievance individually, or through a representative other than theUnion, the Union shall have the right to be present and/or intervene at any step of the grievanceprocedure.

Section 4. Any grievance shall designate the specific Article(s) and Section(s) of this Agreement or thewritten Civil Service Commission regulation(s) upon which the grievance is based together with thereason therefore.

Section 5. The tel-rn “working days” as used in this Article shall mean Monday through Friday, includingthe floating holiday, but excluding weekends and the other holidays listed in this contract.

Section 6. The following procedure shall be used in the submission of a grievance, as defined in Section1.

Step 1. The aggrieved employee shall present in writing his/her grievance to his/herimmediate non-bargaining unit supervisor within five (5) working days from the date onwhich the employee became aware of such grievance. The non-bargaining unitsupervisor shall attempt to adjust the matter and shall respond in writing to the employeepresenting the grievance within five (5) working days from its presentation.

Step 2. If satisfactory settlement is not reached under Step 1, copies of allcorrespondence between the employee and the non-bargaining unit supervisor shall bepresented to the elected official/department head or his/her designated representativewithin five (5) working days from the date any decision was made by the non-bargainingunit supervisor under Step 1. The elected official/department head shall respond inwriting to the employee presenting the grievance within five (5) working days. A copy ofthe response shall be provided to the Union Steward or Business Agent.

Section 7. Any time limitation provided herein may be waived or extended in writing by mutualagreement of the parties involved. Any grievance not processed within the time limitations providedherein shall constitute a withdrawal of the same.

Section 8. Failure to respond to a grievance from a written reprimand within five (5) working days atStep 1 or Step 2 shall result in the written reprimand being nullified and removed from the employee’spersonnel file.

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ARTICLE 12- INSURANCE AND PENSION BENEFITS

Section 1. The County will publish a rate sheet to the employees that will show the premiumequivalencies for medical and dental insurance costs. Such rate sheet shall also show the dollarcontribution for each plan for the County and the employee according to the following:

1. The County will pay 93% of the premium for each employee who has employee-onlycoverage under the County’s medical insurance plan, and the employee shall pay theremaining 7%.

2. The County will pay 85% of the premium for each employee who has employee plusone coverage under the County medical insurance plan, and the employee shall pay theremaining 15%.

3. The County will pay 85% of the premium for each employee who has employee plustwo or more coverage under the County medical insurance plan and the employee shallpay the remaining 15%.

4. The County will pay 85% of the premium for each employee who has employee-onlycoverage under the County’s dental insurance plan, and the employee shall pay theremaining 15%

5. The County will pay 80% of the premium for each employee who has familycoverage under the County’s dental insurance plan and the employee shall pay theremaining 20%.

The above-listed cost sharing represents a change from the previous contract and shall be effective assoon as it can be implemented by the Human Resources department.

County reserves the right to select the method by which health insurance benefits are provided. In theevent that health insurance benefits are not provided through an HMO andlor indemnity plan theCounty/employee contribution rates are subject to renegotiation.

Section 2. Pension benefits are provided to employees of this bargaining unit pursuant to the current

Douglas County Retirement Plan, with the following additions:

All County employees covered by this contract shall contribute 8.5% of their total compensation to theDouglas County Retirement Plan. Douglas County shall also contribute an amount equal to 8.5% of eachemployee’s total compensation to the Douglas County Retirement Plan.

The following pension benefit changes shall apply to bargaining unit employees hired after September 11,2012:

• Annual Benefit Factor — 1 .5% for each year of service, to a maximum of 45% of finalaverage pay.

• Eligibility for Unreduced Retirement Benefit — Age 65.

• Eligibility for Early Retirement Benefits — Age 50 and 10 years of service or age 60 and 5years of service.

• Early Retirement Penalty - 5% for each year prior to age 65.

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Section 3. Douglas County will furnish at no charge to the employee a $15,000 life insurance policy.The employee at his or her option may purchase at their own cost optional life insurance and the benefitsprovided thereby shall be in accordance with the terms and conditions of the current contract of lifeinsurance.

ARTICLE 13- SICK LEAVE

Section 1. Sick leave shall be earned each month by full-time employees at the rate of 112 hours per yearpro rated over twenty-six (26) pay periods at 4.30 8 hours per pay period.

A pennanent part-time employee shall earn sick leave on a pro rata basis in the same proportion thathis/her regularly scheduled hours in a payroll period bears to the regularly scheduled hours of frill-timeemployees in the same work unit.

The employees shall work or be on paid leave 50% or more of the regularly scheduled hours of suchperiod before the employee is entitled to earn sick leave.

Section 1A. If an employee has been absent for a period of ten (10) working days or longer, it will benecessary to see the County’s doctor if requested by the elected official/department head, in addition tobringing a certified release from the employee’s doctor. Failure to observe this regulation will exempt anemployee from the active payroll until the examination is taken.

Section 2. Except as provided in Sections 6 and 7 or when an employee has been exposed to contagiousdisease as mentioned in Section 3, employees shall not be entitled to utilize earned sick leave until theyhave completed their probationaiy period, unless the sick leave request is approved by the electedofficial/depailment head or his/her designated representative.

Section 3. Employees shall be entitled to utilize earned sick leave for injury, pregnancy or sicknesswhich renders an employee incapable of performing his/her required job duties, for medical and dentalcare, or for exposure to contagious disease under circumstances in which the health of other employees orthe public would be endangered by the employee’s attendance on duty.

Section 4. Employees shall also be entitled to use up to six (6) of their earned sick days per year to carefor an immediate family member (parent, spouse, children or grandchildren), who has a non-FMLAqualifying event. This allotment will be considered as part of the eighty (80) hours per year thatemployees may use annually for FMLA qualifying illnesses or injuries, pursuant to Article 16, Section2a.5 of the Douglas County Civil Service Personnel Policy Manual.

Section 5. An employee using sick leave may be asked to provide medical certification if there is anindication of sick leave abuse, however, for sick leave of five (5) or more consecutive working days, theemployee must submit to the elected official/department head medical certification thereof.

Section 6. Where an employee is absent because of injury or sickness covered by the Nebraska Worker’sCompensation Act, such employee may utilize earned sick leave to the extent that when added to thecompensation payable under Worker’s Compensation, it would equal the employee’s regular rate of pay.

Section 7. The employee will be entitled to unlimited accnial of earned unused sick leave, however, only1,440 hours of sick leave will be compensable at the rate of regular pay, payable at times of illness orinjury where the employee is unable to work according to terms set forth elsewhere in this Contract,defining sickness or injury.

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Section 8. Accumulated unused sick leave will be applied to pension benefits at the time of retirement ona one (1) for one (1) basis. Sick leave earned after accumulation of 1,440 hours shall be applied to theemployee’s pension as per the Retirement Policy.

Section 9. If an employee is on workers’ compensation leave from the County, and is working a secondjob, the employee shall provide to the County a copy of his/her duties for that job. If the employee isperforming duties at the second job that are prohibited by his/her medical restrictions, then the Countyreserves the right to terminate that employee’s workers’ compensation benefits.

ARTICLE 14- FUNERAL LEAVE

Section 1. Where there is a death of an employee’s mother, father, step-mother, step-father, spouse,children, step-children, or a minor individual for whom the employee has assumed the legal rights, dutiesand responsibilities of a parent, the employee may utilize funeral leave not to exceed five (5) workingdays. For the Clerk of the District Court employees, each employee will be allowed funeral leave not toexceed five (5) working days for the death of one step-mother and one step-father only during theiremployment with Douglas County.

Where there is a death of an employee’s grandparent, grandchild, brother, sister, stepbrother, stepsister,half brother, half sister, current mother-in-law, current father-in-law, current daughter-in-law or current

son-in-law, an employee may utilize funeral leave not to exceed three (3) working days. Where there is adeath of a culTent brother-in-law, current sister-in-law, aunt, uncle or any person related by blood ormarriage and who is not more distant than a 21(1 cousin, great aunt, great uncle, or any person who at thetime of death was a resident of the household of the employee, the employee may utilize up to one (1)working day of funeral leave. Any funeral leave must be approved by the employee’s supervisor prior toit being taken. However, it is agreed that there are times when it is not possible for the employee toobtain prior approval. In those instances, the employee shall notify his/her supervisor of the need to takefuneral leave, and the number of days the employee needs to be absent from work. The funeral leavemust contain the day of the funeral or memorial service that is held for the deceased. If working in atwenty four (24) hour operation, then the day off shall be determined by the elected official/departmenthead or supervisor.

ARTICLE 15- MANAGEMENT RIGHTS

Section 1. Except where limited by express provisions of this Agreement, nothing herein shall beconstrued or interpreted to restrict, limit or impair the right, powers and authority of the County and theelected official/department head heretofore possessed and hereinafter granted by virtue of law, regulationsor resolution. These rights, powers and authority include but are not limited to, the right to manage andsupervise all of its operations and establish work rules, regulations and other terms and conditions ofemployment not inconsistent with the specific terms of this Agreement.

ARTICLE 16- MANAGEMENT RIGHT OF CONTRACTING ANDSUB-CONTRACTING

Section 1. The Union recognizes that the right of contracting and sub-contracting is vested in the County.The right to contract or subcontract shall not be used for the purpose or intention of undennining theUnion, nor to discriminate against any employees.

Section 2. If the contracting out or subcontracting of bargaining unit work has the effect of eliminatingbargaining unit jobs, the elected official/department head agrees to notify the Union as early as possible in

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advance of the same in order to provide the Union with an opportunity to discuss with the electedofficial/department head the necessity and effect on bargaining unit employees.

ARTICLE 17-OVERTIME

Section 1. Except as otherwise provided in the Article, overtime shall be paid in accordance with anyFair Labor Standards Act provisions affecting bargaining unit employees.

Section 2. Full-time non-exempt employees shall be paid 1 Y2 times their regular rate of pay for all hoursworked in excess of eight (8) hours in a day and in excess of forty (40) hours in any week (or in excess often hours in a day and forty (40) hours in any week for those employees whose workweek consists of fourten-hour days or in excess of nine hours in a day and forty (40) hours in any week for those employeeswhose workweek consists of four nine-hour days and one four-hour day).

No employee shall work overtime unless the overtime is first approved by his/her immediate supervisoror the elected official/department head or his/her designee. If the employee works overtime without suchprior approval, he/she may be subjected to disciplinary action.

Section 3. The following will be constituted as hours worked: Vacations, Holidays and Jury Duty. Thefollowing will not be constituted as hours worked: Sick Leave and Funeral Leave.

Section 4. The elected official/department head shall distribute overtime on a fair and equitable basisamong bargaining unit employees who are qualified to perform the required overtime work.

Section 5. If an employee is required to work overtime, for over one (1) hour after his/her regular shift,he/she will receive a minimum of two (2) hours pay unless he/she has been notified at least one (1) hourin advance.

Section 6. An employee who has worked four (4) hours beyond his/her regular scheduled shift shallreceive a ‘/2 hour paid lunch period.

Section 7. Except for employees in the Clerk of the District Court office, which doesn’t offercompensatory time, employees who are classified as non-exempt (employees who earn overtime) shallhave the option of accruing compensatory leave at the rate of one and one-half (1 ‘/2) times their actualnumbers of hours worked in lieu of the overtime payments. Such non-exempt employees may accrue amaximum of 240 hours of compensatory time.

The compensatory time off shall be taken at a time mutually agreed upon by the employee and his/hersupervisor.

At any time, the elected official/department head or his/her designee may convert all or part of anemployee’s earned compensatory time into monetary compensation and pay it to the employee. Theemployees may, in emergency circumstances, request that the elected official/department head, or his/herdesignee, convert all or part of their accrued compensatory time into monetary compensation. Whetheran emergency circumstance exists will be determined by the elected official/department head or his/herdesignee. The elected official/department head, or his/her designee, shall have the discretion to approveor deny such requests.

If the employee has designated a date on which he/she will take his/her compensatory time, and that dateis approved by the elected official/department head or his/her designee, then the electedofficial/department head or his/her designee cannot cancel that compensatory time and pay the employeein the fonn of monetary compensation, unless it is done more than thirty (30) days from the date theemployee has scheduled to take the time off. The only exception to this will be for emergency

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circumstances. Whether an emergency circumstance exists will be determined by the electedofficial/department head or his/her designee. Once the employee has elected to be paid for thoseadditional hours worked by compensatory time, he/she may not elect to change their option and be paid inthe form of monetary compensation.

It is understood that the usage of compensatory time is to be requested in the same manner and fashion asvacation leave. Any such denial of compensatory time shall be made for business reasons and the electedofficial/department head and/or the employee’s supervisor shall not unreasonably deny the employee’srequest to use compensatory time.

ARTICLE 18-HOURS OF WORK, MINIMUM TIME PAY ALLOWANCES AND SHIFTDIFFERENTIAL

Section 1. Where a full-time employee reports for scheduled work and there is no work available, he/sheshall be compensated for two (2) hours of work or the actual number of hours worked, whichever isgreater.

Section 2. Where a non-exempt employee is called to duty during his/her off-duty time, such employeeshall be paid for a minimum of two (2) hours at the rate of one and one-half (1 ‘/2) or the actual number ofhours worked up to the beginning of his/her regularly scheduled duty shift at the rate of one and one-half(1 ‘/2), whichever is greater.

Section 3. With the exception of Sheriff’s employees, employees’ regularly scheduled shift shall beginbetween the hours of 7:00 am. and 9:00 a.m. and end between the hours of 3:30 p.m. and 5:30 p.m.

Section 4. All employees shall work eight and one-half (8 ‘/2) consecutive hour per day with one (1) paidfifteen (15) minute break during their first four (4) hours of their shift and one (1) paid fifteen minutebreak during the last four (4) hours of their shift and one unpaid thirty (30) minute lunch period. Breaksmay be used to extend the lunch period with approval of the elected official/department head.

Section 5. Employees shall be provided a minimum of one (1) week advance notice when there is achange in the hours of their regularly scheduled duty shift. The notice is effective when made one (1)week prior to the commencement of the newly scheduled duty shift except in the case of emergency. Inthat event, the terms of Section 2 of this Article shall not apply.

Section 6. A ‘standard’ weekly work schedule consists of five eight and one-half (8.5) hour days,however, a Department Director/Elected Official in his/her sole discretion, may agree to allow a voluntary‘alternative’ schedule(s) of hours for some or all staff. ‘Alternative’ schedules may include allowing staffto work four nine and one-half (9.5) hour days and one four-hour day, or to work four ten and one-half(10.5) hour days.

‘Alternative’ weekly schedules may/may not be available only during certain periods of the year(seasonal) and weeks may/may not be consecutive. Schedules must be coordinated with other availablestaff and/or the needs of each Department/Office and an individual’s ‘alternative’ workweek may bescheduled every week, every other week or every third week, etc. An individual’s specific weekday off(or ‘half-day’ off) will remain at the scheduling discretion of the Department Director/ElectedOfficial. Detennining when and how to implement ‘alternative’ schedule(s) will remain at the discretionof the Department Director/Elected Official on an individual staff basis.

During a week that has (have) an official holiday(s), employees will revert to the ‘standard’ work hours offive eight-hour days, per the direction of the Department Director/Elected Official. The DepartmentDirectors/Elected Officials reserve the right to rescind ‘alternative’ weekly schedule(s) if foundproblematic and not beneficial to the operation and/or to overall office staffing needs. For the purposes of

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Funeral Leave (Art. 14) any working day during an ‘alternative’ workweek will be treated as one (1)entire working day regardless of the actual scheduled hours.

Section 7. For employees in the Sheriff’s Office, those who work a full shift that begins during thepremium pay period of 3 p.m. to II p.m. and 11 p.m. to 7 am. shall receive a shift differential of fiftycents (.50). An employee who works part of the shift during any premium pay period shall receive theshift differential only for those hours worked during the premium pay period.

For all of the other offices/departments covered by this contract, in the event than an evening shift may beadded to a particular office/department, employees who work a hill shift which begins during thepremium pay period shall receive a shift differential of thirty-four cents (.34) per hour for the entire shift,beginning at or after 3:00 p.m. and ending at or before 11:00 p.m.

If an employee who is assigned to work either of the above-referenced shifts works only part of thepremium pay period, that employee shall receive the shift differential only for those hours worked duringthe premium pay period.

Section 8. If an employee in the Sheriff’s Office is required to attend court or attend an administrativetribunal, he/she shall be compensated at the higher of a minimum of four (4) hours straight time or at theapplicable overtime rate. For employees in the other offices’departments covered by this contract, theemployee shall be compensated at the higher of a minimum of three (3) hours straight time or at theapplicable overtime rate.

Section 9. For employees in the Sheriff’s Office, employees who are required to be on standby afternormal hours of work, this includes carrying a cell phone or pager, shall receive one (1) hour of pay attheir regular rate of pay for each day they are required to be on standby.

ARTICLE 19- WORK ASSIGNMENTS AND DETAILING

Section 1. Work assignments shall be detennined by current job descriptions on file as of the date thatthis contract is executed, or as may be amended by the Civil Service Commission during the term of thiscontract. The elected official/department head, or his/her designee, shall notify the Union of any potentialchanges to job descriptions and shall discuss, but shall not be required to negotiate, those potentialchanges with the Union prior to implementing them. However, if the County determines that a change injob description requires a change in pay, that change in pay shall be negotiated with the Union prior to thejob description changes being implemented.

Section 2. The elected official/department head or his/her designee may detail an employee to performduties in a classification higher than that to which he/she is assigned for a period not to exceed three (3)months, provided the employee has consented to such detail. The Elected Official/Department Head orhis/her designee may extend the detail assigmnent beyond three (3) months upon approval by the HumanResources Director, provided that the detailed employee has consented to such extension. At the end ofthe detail assignment, the detailed employee shall be returned to his/her previous position, shift andlocation. No employee shall be considered, nor shall they consider themselves to be, on detail assignmentunless specifically ordered by the elected official/department head or his/her designee to perform suchdetail assignment. Such order shall be in writing if the detail assignment is for more than one day.

Section 3. An employee has the right to decline a detail assignment. However, if an insufficient numberof employees agree to accept the detail assignment(s), then the Elected Official/Department Head orhis’her designee shall have the right to designate the most junior qualified employee(s) for the detailassignment. Time spent in such detailed assignment shall not affect the employee’s seniority. Detailassignments will be made on a fair and equitable basis.

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Section 4. An employee on detail assignment shall be paid the first step within the detail assignmenthigher than the regular salary that he/she earned immediately prior to such assignment, commencing onthe first day of being detailed to said position. The first day means a majority of the employee’s shift.

Section 5. The elected official/department head shall maintain an accurate listing of all employeesworking a detail assignment and/or temporary transfer within a different classification. The Unionbusiness agent and stewards will have access to such records upon request.

Section 6. The Elected Official/Department Head or his/her designee may also temporarily assignemployees to perfonn the duties of a different job in the same or lower pay grade. In that event, theassigned employees shall continue to be paid the same rate of pay that they were earning prior to theassignment.

ARTICLE 20- MISCELLANEOUS PROVISIONS AND BILINGUAL PAY

Section 1. All employees are responsible to their immediate supervisor in the first instance. In theirabsence, the normal supervisory chain of comniand will prevail. Employees are not required to take workdirectives from anyone other than the above, except in emergency situations.

Section 2. The elected official/department head shall provide a bulletin board(s) in all departments oftheir office/department, sufficient to post non-controversial notices of Union meetings, elections, socialand recreational affairs, and notices of other Union activities. Any material posted on the bulletin boardsshall be identified by authentication and authorized by an officer of the Union.

Section 3. With the exception of processing grievance matters and negotiating contracts, the Union willnot be allowed to transact any business on County time. Stewards must ask their supervisor forpennission to leave their jobs to investigate and adjust grievances and such permission shall be grantedwithout unreasonable delay. Further, bargaining unit representatives are required to provide reasonableadvanced notice to their supervisors regarding their need to attend scheduled Union negotiations with theCounty. It is further agreed that this provision shall be limited to periods of regular pay. Neither theCounty nor the elected official/department head is under any obligation to pay stewards for time spent ingrievance meetings when they are not scheduled to work. The County and the elected official/departmenthead will allow Union representatives to enter County property to conduct Union business. However, theCounty and the elected officials/department heads reserve the right to exclude such meetings from anyand all work areas of County property. Such meetings shall not interfere with the orderly and efficientoperation of County business.

Section 4. The Union agrees to provide written notification to the County and elected officials/departmentheads as to the identity of the Union representatives, stewards and other Union officials who are electedor selected to enforce the contract on behalf of the Union. Said notification shall occur no later thanseven (7) working days after those representatives, stewards and other Union officials begin their officialduties.

Section 5. Any employee who is required to work on his/her scheduled day off will not be required totake another day off in lieu thereof.

Section 6. Any provisions of this Agreement which cannot be put into effect due to legislation, ExecutiveOrder, or other regulations dealing with wage and price stabilization shall become effective at such time,at such amount and for such period as will be permitted by law during the life of this Agreement.

Section 7. If an employee does not report for work because of inclement weather and theoffice/department is open for County business, the employee will be docked for all hours not worked.

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However, if an employee has leave available, he/she may exercise the use of leave time, with theexception of sick leave, for hours not worked due to inclement weather.

Section 8. All drug testing of employees shall be conducted pursuant to the Douglas County DrugTesting Policy, as set out in Article 25 of the Douglas County Civil Service Commission Policy Manual,version dated August 1, 2008, Updated Februaiy 2015, as amended (version in use as of January 1,2019).

Section 9. These bilingual pay provisions shall only apply to those covered employees who do not havea bilingual requirement in their position description, however are authorized to use their bilingual skillsfor the betterment of a specific County Department/Elected Office. Directors/Elected Officials shalldetermine which languages qualify for bilingual pay, if any. The Director/Elected Official will alsodetermine how many qualified bilingual employees will be needed (if any) at any given time and willcreate an official list of those employees who qualify for the bilingual pay. The Director/Elected Officialshall have the discretion to determine how many employees will be on that list.

A bilingual proficiency examination may be developed (or obtained) and administered by the DouglasCounty Human Resources Department or by a contracted external testing entity. Employees on theapproved list may be required to demonstrate their continued bilingual proficiency on an annual basis, bytaking an annual examination developed (or obtained) and administered by the Human ResourcesDepartment. If administered, the employees must pass this examination to remain on the approved list. Ifan employee fails to pass the annual follow-up examination, they will immediately be removed from thelist and bilingual compensation terminated. If the employee decides to remove him or herself from theapproved list, they shall provide at least thirty (30) days advance written notice to the Director/ElectedOfficial or his’her designee prior to such removal.

Full-time employees on the approved list will receive bilingual pay of $75.00 per month and part-timeemployees will receive bilingual pay of $37.50 per month for as long as they are actually required to usetheir bilingual skills. Those on the approved list will receive the bilingual pay regardless of whether theyactually use their bilingual skills, and regardless of how many tines they use their bilingual skills.

Bilingual pay will be effective upon implementation of the approved list, and will not be retroactive to theeffective date of this contract. Employees on the approved list shall receive only the $75.00 or $37.50 permonth regardless of whether they speak multiple languages.

Employees wishing to become proficient in any of the languages that qualify for bilingual pay must do soon their own time and at their own expense. For employees wishing to take the exam, the County willschedule the date and time for the examination. If the exam is scheduled during the employee’s worktime, the employee will be paid for that time.

ARTICLE 21 - LABOR-MANAGEMENT COMMITTEE

Section 1. The parties recognize the benefits of exploration and study of current and potential problemsand differences by meetings of representatives of the parties and an exchange of views and infonnationwithout the stresses and time limitations which may exist at the bargaining table. Accordingly, the partiesagree to establish a committee to function during the term of this Agreement, for the purpose ofdeveloping approaches and possible solutions to matters of vital concern to the County, the electedofficial/department head and the Union. Consequently, a Labor-Management Committee may beestablished in each office/department as follows:

A. The elected official/department head, County and the Union may establish a LaborManagement Committee to study, explore and make recommendations to the partiesduring the life of this Agreement concerning labor relations problems referred to thecommittee by the parties.

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B. The Committee shall consist of not more than six (6) members. The Union shall berepresented by not more than three (3) members, one of whom will act as co-chairperson.The Union representatives shall be selected by the Union’s Business Representative orhis/her designee. The elected official/department head shall be represented by not morethan three (3) members, one of whom will act as the other co-chairperson. The electedofficial/department head’s representatives shall be selected by the electedofficial/department head or his/her designee.

C. Persons from either party who are involved in a subject under discussion may bebrought into committee meetings by joint agreement of the co-chairpersons.

D. The Committee’s authority shall be limited to discussion, exploration and study ofsubjects referred to it by the parties. Any conmiittee recoimnendations to the parties areto be on a confidential basis.

E. The Conmittee shall have no authority to bargain for the parties on any issue or todetermine the disposition of any grievances that the Committee may review.

F. Each party shall pay the expenses incurred by its permanent committee members.

G. The Committee shall not engage in collective bargaining nor in any way modify, addto or detract from the provisions of this Agreement.

H. Any policy or practice agreed upon shall be implemented by a formal Letter ofUnderstanding, provided it does not conflict with the terms of this Agreement.

ARTICLE 22- EDUCATIONAL SEMINARS AND CONFERENCES

If an employee is required to attend any conference or seminar relating to his/her employment (includingeducational seminars required for the employee to obtain or retain job licensure), such time shall beconsidered “hours worked” according to the Fair Labor Standards Act. The elected official/departmenthead shall pay any registration fees for any such conferences and seminars.

ARTICLE 23- TUITION REIMBURSEMENT

Section 1. The County will pay up to seven hundred dollars ($700) per budget fiscal year towards tuitionand related fees, excluding books and parking, for those employees who succeed in accomplishing a “B”grade or above in a college level course. All hours must be semester or quarter hours in college levelcourses from an accredited college or university. Prior to enrolling in a course, employees will submit areimbursement application using the standard form provided under Appendix B (or the standard forminternal to the employee’s department), to the individual designated by the elected official/departmenthead to handle reimbursement requests. The elected official/department head or his/her designee reservesthe right not to recognize any hours, subject to the grievance procedure.

Section 2. Tuition Reimbursement is available for:

• Courses that are directly related to the employee’s current job and would improve theirskills on the job.

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• Courses within relevant Associate’s, Bachelor’s and Master’s Degree programs.Acceptable degree programs are those that relate to County employment, functions orservices.

Section 3. Employees are required to maintain employment with the County for at least three (3) yearsafter course completion. If the employee does not remain employed for three (3) years, the employeemust repay the financial assistance given, on a prorated basis, if his/her separation from employment isdue to voluntary resignation, retirement or termination for cause.

If the employee voluntarily resigns his/her employment with the County, retires or is tenriinated for causewithin one year after completing the course, he/she must repay the full amount of the assistance given forthat course. If the employee voluntarily resigns his/her employment with the County, retires or isterminated for cause during the second year after completion of the course, he/she must repay two-thirds(2/3) of the assistance given for that course. If the employee voluntarily resigns his/her employment withthe County, retires or is terminated for cause during the third year after completion of the course, he/shemust repay one-third (1/3) of the assistance given for that course.

Notwithstanding the above, if an employee is forced to retire or resign due to sustaining a disability,he/she will not be required to repay any of the tuition reimbursement.

Section 4. All courses must be taken during hours other than the employee’s regular work hours unlessvacation or compensatory time is granted pursuant to the provisions of this contract that relate to thosepaid leaves.

Section 5. Reimbursement will not be made to an employee who does not complete the course.

Section 6. Workshops, seminars, conferences and in-service training are not part of the TuitionReimbursement Program.

ARTICLE 24-CONSTRUCTION OF AGREEMENT AND SAVINGS CLAUSE

Section 1. It is agreed by the parties hereto that unless there are specific provisions to the contrary, thisAgreement is intended to be consistent with the rules and regulations promulgated by the Civil ServiceCommission and that all ambiguities and questions of construction shall be resolved so as to be inharmony with such rules and regulations. Furthermore, all conditions of employment which are notspecified herein shall be in accord with Civil Service Commission rules and regulations as if the same hadbeen reprinted in full and made a part of this Agreement.

Section 2. Douglas County Civil Service Commission rules and regulations as used herein shall meanthose rules and regulations the Civil Service Commission had the authority to promulgate and enforce.

Section 3. Should any Article or section, or portion thereof, of this Agreement be held unlawful andunenforceable by any Court of competent jurisdiction, such decision of the Court shall apply only to thatspecific Article or section, or portion thereof, directly specified in the decision. Upon the issuance ofsuch a decision, the parties agree to immediately attempt negotiation of a substitute for the invalidatedArticle or section, or portion thereof.

Section 4. Any change in Civil Service rules and regulations that purports to adversely affect this Unionshall not in any manner alter, amend or change the terms of this Agreement. Upon tennination of thisAgreement, any such change would be the subj ect of negotiation with the Union.

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ARTICLE 25- SHERIFF’S OFFICE UNIFORMS

Section 1. The County, by and through the Sheriff will provide to the employees a list of authorizedvendors, from which employees may purchase uniform and equipment items that are required by theSheriff Any employee who is required to wear a uniform, per Section 2 below, and who damages anyitem of such uniform during the course of his/her official duties, shall have such item replaced by theSheriff at no cost to the employee upon surrendering such damaged item to the Sheriff or his/herdesignee.

Section 2.

Employees covered by this agreement who are required to wear uniforms will receive an annual uniformallowance to cover the cost, maintenance and replacement:

CSI:

Upon initial hire, each employee will be provided a uniform allowance of five hundred dollars($500) to purchase and maintain the required uniform, which shall be paid to the employee in onelump sum. The Sheriff or his/her designee will determine the specifications for the requireduni form.

For each year thereafter during the term of this contract, each employee will be provided auniform allowance of three hundred dollars ($300) to purchase and maintain the requireduniform. The uniform allowance will be paid in one lump sum in the first pay period afterJanuary 1st of each contract year.

During the first year of employment in a position covered by this contract, the employee shallreceive the $500 uniform allowance, but not the $300 allowance that is paid during eachsubsequent year.

Building Security Officer (BSO) and Property and Evidence:

Upon initial hire, each employee will be provided a uniform allowance of five hundred dollars($500) to purchase and maintain the required uniform, which shall be paid to the employee in onelump sum. The Sheriff or his/her designee will determine the specifications for the requiredunifonm

For each year thereafter during the ten of this contract, each employee will be provided auniform allowance of three hundred dollars ($300) to purchase and maintain the requireduniform.


Property and Evidence: The $300 will be paid in one lump sum in the first pay period afterJanuary 1 St of each contract year.

Building Security: The $300 will be paid in one lump sum in the first pay period after January 1St

of each contract year.

Entrance Security Officers (ESO)

Upon initial hire, each employee will be provided a uniform allowance of six hundred dollars

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($600) to purchase and maintain the required uniform, which shall be paid to the employee in onelump sum. The Sheriff or his/her designee will detennine the specifications for the requireduniform.

For each year thereafter during the term of this contract, each employee will be provided auniform allowance of four hundred dollars ($400) to purchase and maintain the required uniform.The $400 will be paid in one lump sum in the first pay period after January 15t of each year.

The DCSO will provide at no cost to the ESO, an appropriate bullet-resistant vest (“body armor”)from an approved County vendor. All approved body armor will be rated at a Level II’ armorprotection level or better. The DCSO will provide the ESO with the brand-name and modelnumber of the approved standard vest. ESOs interested in selecting a different vest may do sowith the prior approval of their bureau commander and will pay the difference in the cost of thealternative vest from their own funds.

It will be the ESO’s sole responsibility to clean, maintain and/or to replace or repair the vest, ifpersonally damaged, lost or stolen. The DCSO will replace or repair a vest if damaged due to aline-of-duty incident. It will also be the ESO’s responsibility to replace the vest once it hasreached the manufacturer’s service life expiry date. If there is no date listed on a vest, or if thedate is unreadable, the vest should be replaced within five (5) years of the original purchase dateper DCSO General Order and/or policy.

An ESO who leaves service prior to their one-year anniversary as an ESO will be required toreimburse the DCSO for a portion of the cost of the bullet-resistant vest he/she wasprovided. The amount of the reimbursement will be calculated on a pro-rata basis, reflecting thedays remaining toward the completion of the ESOs one-year of service (the following formulawill be used: “daily rate” = dollar cost of the vest paid by the DCSO ÷ 365).

Title Inspection:

Upon initial hire, each employee will be provided a uniform allowance of three hundred dollars($300) to purchase and maintain the required uniform, which shall be paid to the employee in onelump sum. The Sheriff or his/her designee will determine the specifications for the requireduni form.

For each year thereafter during the term of this contract, each employee will be provided auniform allowance of two hundred dollars ($200) to purchase and maintain the required uniform.Beginning January 1, 2010, the $200 will be paid in one lump sum in the first pay period afterJanuary 1st of each contract year.


Section 3. Douglas County will bear the expense of uniform replacement in case of destruction due to anon-duty action.

Section 4. If an employee leaves their employment during the first year in a position covered by thiscontract, the employee shall reimburse the County (CSI, Building Security and Property and Evidence -

$1.92 per day), (Entrance Security - $2.31 per day, plus the required pro-rata amount for the bulletresistant vest) and (Title Inspection - S1.l5 per day) for each day remaining in that contract year.

Section 5. In addition to any disciplinary action that may be imposed, any employee who does not meetthe required uniform standards of inspection for those items required by an employee’s classification, and

24

Ii1Q/Ll v\1(J

after one week notice has not met the standard, shall have their uniform allowance reduced by $1.15 perwork day (Title Inspection $77) for each day thereafter until the standard is met (This amount would be$1.92 per work day (Title Inspection $1.15) if this situation occurs during the employee’s first year ofemployment).

ARTICLE 26 - DURATION OF AGREEMENT

Section 1. This Agreement between Local 571 of International Union of Operating Engineers, theDouglas County Sheriff, Douglas County Treasurer. Douglas County Clerk of the District Court andDouglas County, Nebraska shall be in effect for a four-year period, commencing January 1, 2018, andterminating December 31, 2021. The provisions contained in this Agreement constitute the entireAgreement between the parties and no verbal statements shall supersede any of those provisions. Noreopeners are permitted unless it is agreed to in writing by all parties to this Agreement. Any amendmentsupplemental hereto shall not be binding upon any of the parties unless executed in writing by the partieshereto. It is further understood and agreed to that Local 571 International Union of Operating Engineerswill have their demands for the contract period beginning January 1, 2022, presented to the electedofficials and the Douglas County Board of Commissioners by October 1, 2021. Negotiations for thecontract period beginning January 1. 2022. will begin no later than October 1, 2021.

Section 2. Unless specifically stated in this Agreement, all provisions of this Agreement shall beeffective upon the date this Agreement is signed by the parties. The terms and conditions of thisAgreement shall remain in full force and effect until such time as the next Agreement is approved andexecuted by both parties.

International Union of Operating Engineers. Douglas County SheriffLocal 571

By:______

______

asCoun Clerk of the District Court

Douglas County, Nebr)a /21.

_________________

APPROVE S TO FORM:nty Board C1V in

Douglas County Treasurer eputy County Att4,ney

251

APPENDIX A

I. TREASURER

WAGES

The following wage scales are for the period January 1,2019— December 31, 2019, and reflect a 1.5 % increase tothe previous year’s wage scales (2018):

388 Accounting Specialist I

389 Accounting Specialist II

672 Customer Information Technician

651 Customer Service Technician

699 Inventory Control Technician

551 Master Teller

648 Secretary II

Range Positions

695 Technology Systems Spec. I

696 Technology Systems Spec. II

Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9

20.73 21.71 22.71 23.74 24.86 25.97 27.18

23.47 24.42 25.40 26.40 27.48 28.55 29.68

19.84 20.76 21.73 22.74 23.78 24.86 26.02

19.11 19.93 20.81 21.71 22.62 23.60 24.61

22.50 23.39 24.33 25.31 26.32 27.37 28.49

24.34 25.10 25.86 26.66 27.52 28.35 29.24

19.01 19.81 20.66 21.54 22.47 23.42 24.42

The following wage scales are for the period January 1, 2018— December 31, 2018, and reflect a 1.5 % increase tothe previous year’s wage scales (2017):

0CC Positioti TitLe

388 Accounting Specialist I

389 Accounting Specialist II

672 Customer Informat ion Technician

651 Customer Service Technician

699 Inventory Control Technician

551 Master Teller

648 Secretary II

Range Positions

695 Technology Systems Spec. I


Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9

18.66 19.52 20.42 21.39 22.37 23.39 24.49 25.59 26.78

21.40 22.24 23.12 24.06 25.02 26.01 27.07 28.13 29.24

17.83 18.69 19.55 20.45 21.41 22.40 23.43 24.49 25.64

17.33 18.08 18.83 19.64 20.50 21.39 22.29 23.25 24.25

20.46 21.29 22.17 23.04 23.97 24.94 25.93 26.97 28.06

22.57 23.27 23.98 24.73 25.48 26.27 27.11 27.93 28.81

17.21 17.91 18.73 19.52 20.35 21.22 22.14 23.07 24.06

I lini mum

25.84

28.52

Maximum

38.74

42.80

Basis

Hourly

Hourly

0CC Position Title Step I Step 2

18.94 19.81

21.72 22.57

18.10 18.97

17.59 18.35

20.77 21.61

22.91 23.62

17.47 18.18

11iniiniim I’vlaximum Basis

26.23 39.32 Hourly

28.95 43.44 Hourly

26

The following wage scales are for the period January 1, 2020 — December 31, 2020, and reflect a 1 .5 % increase to

II. SHERIFF

Crime Scene Investigators I: Failure to complete the IAI Level One Certification by the end of the three yearperiod from the date of hire will result in termination from employment.

Qualifications to promote to a CSI 11 (When employee meets these qualifications, the Sheriff shall promote theemployee to the CSI II position):

• Three (3) year minimum work experience within the Douglas County Sheriffs Crime Scene InvestigationUnit or equivalent.

the previous year’s wage scales (2019):

Position Title0CC

388

389

672

651

699

551

648

Step 1

19.22

22.04

18.37

17.85

21.08

23.26

17.73

Step 2

20.11

22.91

19.25

18.62

21.94

23.98

18.46

Step 3

21.04

23.82

20.14

19.40

22.84

24.71

19.29

Step 4

22.03

24.78

21.07

20.23

23.74

25.47

20.11

Accounting Specialist I

Accounting Specialist II

Customer Information Technician

Customer Service Technician

Inventory Control Technician

Master Teller

Secretary II

Range Positions Minimum Maximum Basis

66’ 3991695 Technology Systems Spec. I . . Hourly

696 Technology Systems Spec. II 29.38 44.10 Hourly

Step 5

23.05

25.78

22.05

21.12

24.70

26.25

20.97

Step 6

24.09

26.80

23.08

22,03

25.69

27.06

21.87

Step 7

25.23

27.89

24.13

22.96

26.72

27.93

22.81

Step 8

26.36

28.98

25,23

23.96

27.78

28.78

23.77

Step 9

27.58

30,13

26.41

24.98

28.91

29.68

24.78

Step 9

28.14

30.73

26.94

25.48

29.49

30.27

25.28

The following wage scales are for the period January 1, 2021 December 31, 2021, and reflect a 2.0 % increase tothe previous year’s wage scales (2020):

0CC Position Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6

388 Accounting Specialist I 19.60 20.51 21.46 22.47 23.51 24.57

389 Accounting Specialist II 22.48 23.37 24.30 25.28 26.29 27.34

672 Customer Information Technician 18.74 19.64 20.54 21.49 22.49 23.54

651 Customer Service Technician 18.21 19.00 19.79 20.64 21.55 22.47

699 Inventory Control Technician 21.50 22.38 23.29 24.21 25.19 26.21

551 Master Teller 23.72 24.46 25.20 25.98 26.77 27.60

648 Secretaryll 18.09 18.83 19.68 20.51 21.39 22.30

Range Positions Minimum Maximum Basis

695 Technology Systems Spec. 27.16 40.71 Hourly


Step 7

25.74

28.45

24.62

23.42

27.25

28.49

23.26

Step 8

26.89

29.56

25.74

24.44

28.34

29.35

24.24

29.97 44.98 Hourly

27

• IAI Level One Certification: Upon successful completion, the Douglas County Sheriffs Office shallreimburse the employee for the IAI Level One Certification test.)

Promotions to the CSI II position will be done by division classification seniority.

Employees being promoted within the Sheriffs Office to a classification with a higher pay scale will receive anincrease by moving to the next highest step or one which results in at least a Sl .00/hour increase.

The following wage scales are for the period January 1, 2018 — December 31, 2018, and reflect a 1.5 % increase tothe previous year’s wage scales (2017):

0CC Position Title

657 Civil Process Server I

694 Civil Process Server II

518 Crime Scene Investigator I

552 Crime Scene Investigator II

553 Crime Scene Investigator 111

524 Central Control Operator

674 Entrance Screening Officer I

682 Entrance Screening Officer II

434 Forensic Chemist I

437 Forensic Chemist II

438 Forensic Chemist III

448 Latent Print Examiner I

449 Latent Print Examiner II

450 Latent Print Examiner III

668 Law Enforcement Tech I

669 Law Enforcement Tech II

519 Motor Vehicle Inspector

520 Property and Evidence Tech I

494 Property and Evidence Tech II

495 Security Officer

Step I Step 2 Step 3

19.38 20.12 20.92

21.52 22.35 23.24

21.52 22.35 23.24

23.91 24.83 25.81

26.26 27.13 28.01

14.67 15.11 15.62

17.98 18.54 19.13

20.62 21.55 22.52

23.20 24.08 25.01

26.67 27.70 28.74

30.02 31.45 32.95

23.20 24.08 25.01

26.67 27.70 28.74

30.02 31.45 32.95

16.83 17.58 1835

20.62 21.55 22.52

14.26 14.79 15.37

17.44 18.14 18.81

21.52 22.35 23.24

17.98 18.54 19.13

Step 4 Step S

21.73 22.58

24.14 25.08

24.14 25.08

26.82 27.85

28.94 29.88

16.13 16.64

19.73 20.37

23.54 24.61

25.94 26.95

29.85 30.99

34.52 36.15

25.94 26.95

29.85 30.99

34.52 36.15

19.17 20.05

23.54 24.61

15.99 16.62

19.57 20.33

24.14 25.08

19.73 20.37

Step 6 Step 7 Step 8 Step 9

23.45 24.38 25.35 26.35

26.04 27.09 28.11 29.19

26.04 27.09 28.11 29.19

28.96 30.07 31.27 32.49

30.86 31.86 32.91 33.99

17.19 17.74 18.31 18.89

21.02 21.68 22.37 23.08

25.71 26.85 28.03 29.29

27.97 29.05 30.17 31.31

32.18 33.40 34.68 36.01

37.88 39.68 41.53 43.50

27.97 29.05 30.17 31.31

32.18 33.40 34.68 36.01

37.88 39.68 41.53 43.50

20.94 21.88 22.85 23.85

25.71 26.85 28.03 29.29

17.30 17.96 18.67 19.40

21.11 21.94 22.82 23.71

26.04 27.09 28.11 29.19

21.02 21.68 22.37 23.08

28


0CC Position Title




552 Crime Scene Investigator U

553 Crime Scene Investigator III



682 Entrance Screening Officer II














19.67 20.42 21.23 22.06 22.92 23.80 24.75 25.74 26.74

21.84 22.69 23.59 24.50 25.46 26.44 27.50 28.53 29.63

21.84 22.69 23.59 24.50 25.46 26.44 27.50 28.53 29.63

24.27 25.20 26.20 27.22 28.27 29.39 30.53 31.74 32.98

26.65 27.54 28.43 29.37 30.33 31.32 32.34 33.40 34.50

14.89 15.34 15.86 16.37 16.89 17.45 18.01 18.59 19.17

18.25 18.82 19.42 20.03 20.68 21.34 22.01 22.71 23.43

20.93 21.87 22.86 23.89 24.98 26.10 27.25 28.45 29.73

23.55 24.44 25.38 26.33 27.35 28.39 29.49 30.62 31.78

27.07 28.11 29.18 30.30 31.45 32.66 33.90 35.20 36.55

30.47 31.93 33.44 35.04 36.70 38.45 40.27 42.16 44.16

23.55 24.44 25.38 26.33 27.35 28.39 29.49 30.62 31.78

27.07 28.11 29.18 30.30 31.45 32.66 33.90 35.20 36.55

30.47 31.93 33.44 35.04 36.70 38.45 40.27 42.16 44.16

17.08 17.84 18.63 19.46 20.35 21.25 22.21 23.19 24.21

20.93 21.87 22.86 23.89 24.98 26.10 27.25 28.45 29.73

14.47 15.01 15.60 16.23 16.86 17.56 18.22 18.95 19.69

17.70 18.41 19.09 19.86 20.64 21,43 22.27 23.16 24.07

21.84 22.69 23.59 24.50 25.46 26.44 27.50 28.53 29.63

18.25 18.82 19.42 20.03 20.68 21.34 22.01 22.71 23.43

29

The following wage scales are for the period January 1, 2020 December 31, 2020, and reflect a 1 .5 % increase tothe previous year’s wage scales (2019):

0CC Position TitleStep 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9

657 Civil Process Server I 19.96 20.73 21.55 22.39 23.27 24.16 25.12 26.12 27.15

694 Civil Process Server II 22.17 23.03 23.95 24.87 25.84 26.83 27.91 28.95 30.07

518 Crime Scene Investigator I 22.17 23.03 23.95 24.87 25.84 26.83 27.91 28.95 30.07

552 Crime Scene Investigator II 24.64 25.58 26.59 27.63 28.69 29.83 30.98 32.22 33.47

553 Crime Scene Investigator III 27.05 27.95 28.86 29.81 30.78 31.79 32.82 33.90 35.02

524 Central Control Operator 15.11 15.57 16.09 16.62 17.14 17.71 18.28 18.86 19.46

674 Entrance Screening Officer I 18.52 19.10 19.71 20.33 20.99 21.66 22.34 23.05 23.78

682 Entrance Screening Officer II 21.25 22.20 23.20 24.25 25.36 26.49 27.66 28.88 30.18

434 Forensic Chemist I 23.90 24.80 25.77 26.73 27.76 28.82 29.93 31.08 32.26

437 Forensic Chemist II 27.48 28.54 29.61 30.75 31.92 33.15 34.41 35.73 37.10

438 Forensic Chemist III 30.93 32.41 33.94 35.56 37.25 39.02 40.88 42.79 44.82

448 Latent Print Examiner I 23.90 24.80 25.77 26.73 27.76 28.82 29.93 31.08 32.26

449 Latent Print Examiner II 27.48 28.54 29.61 30.75 31.92 33.15 34.41 35.73 37.10

450 Latent Print Examiner III 30.93 32.41 33.94 35.56 37.25 39.02 40.88 42.79 44.82

668 LawEnforcementTechl 17.34 18.11 18.91 19.75 20.65 21.57 22.54 23.54 24.57

669 Law Enforcement Tech II 21.25 22.20 23.20 24.25 25.36 26.49 27.66 28.88 30.18

519 Motor Vehicle Inspector 14.69 15.24 15.83 16.47 17.12 17.82 18.50 19.23 19.98

520 Property and Evidence Tech I 17.96 18.69 19.38 20.16 20.94 21.75 22.61 23.51 24.43

494 Property and Evidence Tech II 22.17 23.03 23.95 24.87 25.84 26.83 27.91 28.95 30.07

495 Security Officer 18.52 19.10 19.71 20.33 20.99 21.66 22.34 23.05 23.78

30


0CC Position Title




552 Crime Scene Investigator II

553 Crime Scene Investigator III



682 Entrance Screening Officer 11














20.36 21.14 21.98 22.84 23.73 24.64 25.62 26.64 27.69

22.61 23.49 24.42 25.36 26.36 27.37 28.47 29.53 30.68

22.61 23.49 24.42 25.36 26.36 27.37 28.47 29.53 30.68

25.13 26.09 27.12 28.18 29.27 30.43 31.60 32.86 34.14

27.59 28.51 29.44 30.41 31.40 32.42 33.48 34.58 35.72

15.41 15.88 16.41 16.95 17.48 18.07 18.64 19.24 19.85

18.89 19.49 20.11 20.73 21.41 22.09 22.78 23.51 24.25

21.67 22.64 23.67 24.73 25.86 27.02 28.21 29.46 30.78

24.38 25.30 26.28 27.26 28.32 29.40 30.53 31.70 32.90

28.03 29.11 30.21 31.37 32.56 33.81 35.10 36.45 37.84

31.55 33.05 34.62 36.27 37.99 39.81 41.69 43.64 45.71

24.38 25.30 26.28 27.26 28.32 29.40 30.53 31.70 32.90

28.03 29.11 30.21 31.37 32.56 33.81 35.10 36.45 37.84

31.55 33.05 34.62 36.27 37.99 39.81 41.69 43.64 45.71

17.68 18.47 19.28 20.15 21.07 22.00 23.00 24.01 25.06

21.67 22.64 23.67 24.73 25.86 27.02 28.21 29.46 30.78

14.99 15.54 16.15 16.80 17.46 18.17 18.87 19.61 20.38

18.32 19.06 19.76 20.56 21.36 22.19 23.06 23.98 24.92

22.61 23.49 24.42 25.36 26.36 27.37 28.47 29.53 30.68

18.89 19.49 20.11 20.73 21.41 22.09 22.78 23.51 24.25

31

III. VETERAN’S SERVICES

The following wage scales are for the period January 1, 201 8 December 31, 2018, and reflect a 1 .5 % increase tothe previous year’s wage scales (2017):

0CC Position Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9

459 Asst. Service Officer 24.76 25,08 25,40 25.73 26.04 26.39 26.71 27.09 27.45

461 Sr. Asst. Service Officer 28.55 29.33 30.16 30.92 31.73 32.62 33.48 34.42 35.34

622 Veterans Service Secretary 17.81 18.55 19.31 20.11 20.94 21.81 22.69 23.64 24.61

The following wage scales are for the period January 1, 201 9 — December 31, 2019, and reflect a 1 .5 % increase tothe previous year’s wage scales (2018):

0CC Position Title Step I Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9

459 Asst. Service Officer 25.13 25.46 25.78 26.12 26.44 26.79 27.12 27.50 27.86



The following wage scales are for the period January 1, 2020 — December 31, 2020, and reflect a 1 .5 % increase tothe previous year’s wage scales (2019):










32

IV. PURCHASING


0CC Position Title

862 Assistant Warehouse Supervisor

850 Garage Office Assistant

114 Mailroom Clerk I

115 Mailroom Clerk II

113 Parts Room Clerk

604 Printer Operator

625 Purchasing Bid Assistant

ill Purchasing Specialist

119 Purchasing Specialist II

860 Warehouse Worker

Step 1 Step 2 Step 3 Step 4

19.80 20.70 21.64 22.62

14.93 15.57 16.27 16.97

13.71 14.37 15.06 15.78

16.66 17.37 18.09 18.81

16.12 16.79 17.45 18.19

17.32 18.09 18.91 19.73

19.80 20.70 21.64 22.62

19.80 20.70 21.64 22.62

20.80 21.73 22.73 23.75

16.12 16.79 17.45 18.19

Step 5 Step 6 Step 7 Step 8 Step 9

23.66 24.73 25.85 27.02 28.24

17.73 18.53 19.37 20.20 21.09

16.52 17.35 18.18 19.03 19.93

19.61 20.42 21.28 22.18 23.09

18.93 19.71 20.53 21.38 22.26

20.60 21.53 22.49 23.50 24.54

23.66 24.73 25.85 27.02 28.24

23.66 24.73 25.85 27.02 28.24

24.84 25.95 27.15 28.36 29.65

18.93 19.71 20.53 21.38 22.26

The following wage scales are for the period January 1, 2019 — December 31, 2019, and reflect a 1 .5 % increase tothe previous year’s wage scales (201 8):

0CC Position Title








111 Purchasing Specialist

119 Purchasing Specialist II

860 Warehouse Worker


20.10 21.01 21.96 22.96 24.01 25.10 26.24 27.42 28.66

15.15 15.80 16.51 17.23 18.00 18.81 19.66 20.50 21.41

13.92 14.59 15.29 16.02 16.77 17.61 18.45 19.32 20.23

16.91 17.63 18.36 19.09 19.90 20.73 21.60 22.51 23.44

16.36 17.04 17.71 18.46 19.21 20.01 20.84 21.70 22.59

17.58 18.36 19.19 20.03 20.91 21.85 22.83 23.85 24.91

20.10 21.01 21.96 22.96 24.01 25.10 26.24 27.42 28.66

20.10 21.01 21.96 22.96 24.01 25.10 26.24 27.42 28.66

21.11 22.06 23.07 24.11 25.21 26.34 27.56 28.78 30.09

16.36 17.04 17.71 18.46 19.21 20.01 20.84 21.70 22.59


0CC Position Title









20.40 21.32 22.29 23.31 24.37 25.47 26.63 27.84 29.09

15.38 16.04 16.76 17.48 18.27 19.09 19.95 20.81 21.73

14.13 14.81 15.52 16.26 17.02 17.87 18.73 19.61 20.54

17.16 17.89 18.63 19.38 20.20 21.04 21.93 22.85 23.79

16.61 17.30 17.98 18.74 19.50 20.31 21.15 22.02 22.93

17.84 18.63 19.48 20.33 21.23 22.18 23.17 24.21 25.28

20.40 21.32 22.29 23.31 24.37 25.47 26.63 27.84 29.09

33

111 Purchasing Specialist 20.40 21.32 22.29 23.31 24.37 25.47 26.63 27.84 29.09

119 Purchasing Specialist II 21.43 22.39 23.41 24.47 25.59 26.74 27.97 29.22 30.54

860 Warehouse Worker 16.61 17.30 17.98 18.74 19.50 20.31 21.15 22.02 22.93

The following wage scales are for the period January 1, 2021 December 31, 2021, and reflect a 2.0 % increaseto the previous year’s wage scales (2020):

0CC Positioii Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9

862 Assistant Warehouse Supervisor 20.81 21.75 22.74 23.77 24.86 25.98 27.17 28.39 29.67

850 Garage Office Assistant 15.69 16.36 17.10 17.83 18.63 19.48 20.35 21.23 22.16

114 MailroornClerkl 14.41 15.10 15.83 16.59 17.36 18.23 19.10 20.00 20.95

115 MailroornClerkll 17.50 18.25 19.01 19.76 20.61 21.46 22.37 23.31 24.26

113 PartsRoornClerk 16.94 17.64 18.33 19.11 19.89 20.71 21.58 22.46 23.39

604 PrinterOperator 18.20 19.01 19.87 20.73 21.65 22.62 23.64 24.69 25.79

625 Purchasing Bid Assistant 20.81 21.75 22.74 23.77 24.86 25.98 27.17 28.39 29.67

111 Purchasing Specialist 20.81 21.75 22.74 23.77 24.86 25.98 27.17 28.39 29.67

119 Purchasing Specialist II 21.85 22.84 23.88 24.96 26.10 27.27 28.53 29.80 31.16

860 Warehouse Worker 16.94 17.64 18.33 19.11 19.89 20.71 21.58 22.46 23.39

V. CLERK OF THE DISTRICT COURT

The following wage scales are for the period January 1, 201 8 — December 31, 201 8, and reflect a 1 .5 % increase tothe previous year’s wage scales (2017):


630 Accounting ClerkI 17.12 17.81 18.55 19.31 20.10 20.93 21.79 22.65 23.58

631 Accounting Clerk II 19.21 20.06 20.92 21.81 22.76 23.72 24.74 25.80 26.91

038 Accounts Analyst I 18.09 18.81 19.60 20.40 21.24 22.11 23.02 23.96 24.95

039 Accounts Analyst II 18.47 19.33 20.20 21.11 22.06 23.07 24.13 25.20 26.35

422 Board of Mental Health Clerk I 16.77 17.48 18.25 19.05 19.88 20.77 21.65 22.59 23.58

423 Board ofMental Health Clerk II 17.89 18.69 19.49 20.32 21.18 22.09 23.03 24.01 25.04

031 Child Support Specialist 17.88 18.77 19.66 20.65 21.65 22.70 23.80 25.00 26.22

380 Court Cashier I 16.77 17.48 18.25 19.05 19.88 20.77 21.65 22.59 23.58

544 Court Cashier II 17.89 18.69 19.49 20.32 21.18 22.09 23.03 24.01 25.04

420 Court Clerk I 16.77 17.48 18.25 19.05 19.88 20.77 21.65 22.59 23.58

421 Court Clerk II 17.89 18.69 19.49 20.32 21.18 22.09 23.03 24.01 25.04

017 JuryCoordinator 21.30 22.23 23.21 24.19 25.27 26.37 27.54 28.71 29.97

690 Legal Clerk Typist —Writs 19.03 19.76 20.56 21.39 22.22 23.09 24.01 24.98 25.95

652 Legal File Clerk 15.41 16.04 16.76 17.46 18.24 19.02 19.84 20.70 21.59

029 Program Specialist II 18.75 19.60 20.47 21.41 22.37 23.37 24.43 25.54 26.70

424 Protection Orders Clerk I 16.77 17.48 18.25 19.05 19.88 20.77 21.65 22.59 23.58

425 Protection Orders Clerk 11 17.89 18.69 19.49 20.32 21.18 22.09 23.03 24.01 25.04

34




630 Accounting Clerk I 17.38 1808 18.83 19.59 20.40 21.24 22.12 22.99 23.93




422 Board of Mental Health Clerk 1 17.02 17.74 18.52 19.34 20.18 21.08 21.97 22.93 23.93

423 Board ofMental Health Clerk II 18.16 18.97 19.78 20.63 21.50 22.42 23.38 24.38 25.42


380 Court Cashier I 17.02 17.74 18.52 19.34 20.18 21.08 21.97 22.93 23.93

544 Court Cashier II 18.16 18.97 19.78 20.63 21.50 22.42 23.38 24.38 25.42

420 Court Clerk I 17.02 17.74 18.52 19.34 20.18 21.08 21.97 22.93 23.93

421 Court Clerk II 18.16 18.97 19.78 20.63 21.50 22.42 23.38 24.38 25.42


690 LegalClerklypist—Writs 19.32 20.06 20.87 21.71 22.55 23.44 24.38 25.35 26.34

652 LegalFileClerk 15.64 16.28 17.01 17.72 18.51 19.31 20.14 21.01 21.91


424 Protection Orders Clerk 1 17.02 17.74 18.52 19.34 20.18 21.08 21.97 22.93 23.93

425 Protection Orders Clerk II 18.16 18.97 19.78 20.63 21.50 22.42 23.38 24.38 25.42


630 Accounting Clerk I 17.64 18.35 19.12 19.89 20.70 21.56 22.45 23.34 24.29




422 Board of Mental Health Clerk I 17.27 18.01 18.80 19.63 20.48 21.39 22.30 23.28 24.29

423 Board of Mental Health Clerk II 18.44 19.25 20.08 20.93 21.82 22.75 23.73 24.74 25.80


380 Court Cashier I 17.27 18.01 18.80 19.63 20.48 21.39 22.30 23.28 24.29

544 Court Cashier II 18.44 19.25 20.08 20.93 21.82 22.75 23.73 24.74 25.80

420 Court Clerk I 17.27 18.01 18.80 19.63 20.48 21.39 22.30 23.28 24.29

421 CourtClerkll 18.44 19.25 20.08 20.93 21.82 22.75 23.73 24.74 25.80


690 Legal Clerk Typist—Writs 19.61 20.36 21.19 22.03 22.89 23.79 24,74 25.73 26.74

652 Legal File Clerk 15.87 16.52 17.26 17.99 18.79 19.60 20.44 21.32 22.24


424 Protection Orders Clerk I 17.27 1 8.01 1 8.80 19.63 20.48 21.39 22.30 23.28 24.29

425 Protection Orders Clerk II 18.44 19.25 20.08 20.93 21.82 22.75 23.73 24.74 25.80

35


0CC Position Title

630 Accounting Clerk I

63 1 Accounting Clerk II

038 Accounts Analyst I

039 Accounts Analyst II

422 Board of Mental Health Clerk I

423 Board of Mental Health Clerk II

031 Child Support Specialist

380 Court Cashier I

544 Court Cashier II

420 Court Clerk I

421 Court Clerk II

017 Jury Coordinator

690 Legal Clerk Typist —Writs

652 Legal File Clerk

029 Program Specialist II

424 Protection Orders Clerk I

425 Protection Orders Clerk II

VI. RECORDS IMAGING


17.99 18.72 19.50 20.29 21.12 21.99 22.90 23.81 24.78

20.19 21.08 21.98 22.92 23.91 24.93 25.99 27.11 28.28

19.01 19.76 20.60 21.44 22.32 23.23 24.19 25,18 26.22

19.41 20.31 21.23 22.19 23.18 24.24 25.35 26.48 27,69

17.62 18.37 19.18 20.02 20.89 21.82 22.75 23.74 24.78

18.80 19.64 20.48 21.35 22.26 23.21 24.20 25.24 26.31

18.79 19.72 20.66 21.69 22.75 23.85 25.01 26.27 27.55

17.62 18.37 19.18 20.02 20.89 21.82 22.75 23.74 24.78

18.80 19.64 20.48 21.35 22.26 23.21 24.20 25.24 26.31

17.62 18.37 19.18 20.02 20.89 21.82 22.75 23.74 24.78

18.80 19.64 20.48 21.35 22.26 23.21 24.20 25.24 26.31

22.39 23.36 24.39 25.42 26.56 27.71 28.94 30.17 31.50

20.00 20.77 21.61 22.47 23.35 24.26 25.24 26.25 27.27

16.19 16.85 17.61 18.35 19.17 19.99 20.85 21.75 22.69

19.70 20.60 21.51 22.49 23.51 24.55 25.67 26.84 28.06

17.62 18.37 19.18 20.02 20.89 21.82 22.75 23.74 24.78

18.80 19.64 20.48 21.35 22.26 23.21 24.20 25.24 26.31



154 RecordslmagingTechnician 17.40 18.10 18.80 19.58 20.36 21.17 22.01 22.90 23.81



154 Records Imaging Technician 17.66 18.37 19.08 19.87 20.67 21.49 22.34 23.24 24.17







36

APPENDIX B

TUITION REIMBURSEMENT REQUEST FORM

This request form must be completed and submitted prior to enrolling in a particular course. Please submit one(1) completed form per requested course.

Employee Name (Last, First MI) Supervisor Name

Department/Division

Employee # and Job Title Course Start Date I End Date

Term: Fall Winter Spring SummerQuarter Semester

College! University / School:

Course # and Name Units/Credits Days (e.g., MWF)Times (e.g. 2PM-

Provide a brief description of the course OR attach a course syllabus/outline to this form:

I understand that the conditions of receiving tuition reimbursement are pursuant to Article 23 of the collectivebargaining agreement (CBA) between Douglas County and ITJOE 571 -General. I further understand that if repaymentis required, I agree and consent to the appropriate tuition reimbursement total amount being deducted from my lastpaycheck if I cease to be employed with the County for any reason within one year of completing the course.

If I am still employed with the County after one year from completing the course, I agree and consent that theappropriate tuition reimbursement amount be deducted from my last paycheck in an amount consistent with therepayment terms of the CBA. I acknowledge that pursuant to Neb. Rev. Stat. §48-1230 (1), the County may deductamounts from an employee’s wages by written agreement. I hereby agree to such a deduction as provided herein.

In executing this Tuition Reimbursement Request Form, I warrant that I have completely read, fully understood, andvoluntarily accept all of its terms:

Employee Signature Date Supervisor Signature Date

37

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